Is Microlearning a Good Fit for My Organization?

Is Microlearning a Good Fit for My Organization?

You may have heard the term micorolearning being tossed around the learning and development world for the last couple years, and for good reason. Microlearning is essentially a method of teaching and delivering content in small, specific doses. In this type of learning, the learner is in better control of when and what they are learning.

The Benefits of Microlearning

In our high-tech society, it has been said that the attention spans of most people are dwindling. However, as an organization, learning is still so important for the growth and development of your employees, your business and your customer service. Learning providers face the challenge of delivering learning in a way that is accessible, digestible and most importantly translatable to a real-world environment.

    Some of the benefits of microlearning include:

  • Shorter lessons are easier for learner to complete with busy schedules
  • Succinct content makes the information more digestible
  • Reduced amount of time spent on training
  • Increased retention because the learner isn’t getting too much information too fast
  • Accessible content when and where it’s convenient, on any device

Is Microlearning Right for my Organization?

With busy schedules it’s getting harder and harder to take people off of the job for in person learning, not to mention the added cost and travel time. People want their learning content when and where it is convenient for them. Microlearning adds the element of time convenience in a high-tech, yet interactive environment that so many people desire.

By utilizing eLearning, your organization can provide a clear and consistent message to all employees across the organization. This can offer a high impact way to align your culture and messaging internally.

Global Engagement Solutions offers microlearning solutions utilizing our Layered Learning approach. Click here to learn more about our learning solutions and see them for yourself in action.

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Why Action Planning is the Key for Successful Learning

Why Action Planning is the Key for Successful Learning

Your organization can spend hundreds of thousands of dollars on training and developing your employees, but if you don’t put that learning into action, then your efforts will be in vain. 

It is critically important that 10x the amount of time, energy and resources is spent following up and reinforcing learning and development, as is spent designing and delivering it. 

What is Action Planning in Learning?

Action Planning is an application focused exercise for you to implement and discuss during your leadership meetings. Upon completing a learning session, the learner would develop an action plan on how to implement that learning in their workplace.  The action plan would be sent to their direct supervisor and they would work together to create a plan and methods of accountability to put that plan into action.

How to Activate Change with Your Learning Program

Action planning is important to the development process because It creates momentum and motivation to put the learning into action.  It creates accountability for both the learner and their supervisor because it’s a guide to how to implement the learning in your organization.

To successfully transfer learning from the learning environment to a real-life scenario, your focus must be on repetition and reinforcement.

Your learners must fully understand the content and competencies they have learned by repeating the content, practicing, drilling and rehearsing it in a safe environment.

We believe the key to great learning is retrieval. Being able to retrieve the content or the competency when you need it to make a difference with a colleague or a customer.

Once your learner is confident in their ability to retain and retrieve the content and competencies they have learned, create an action plan of how to implement that learning in the organization. It’s important for the supervisor to be directly involved with the action planning step.  This gives the learner someone to be accountable to, while also making the supervisor accountable for putting the learning into action.

Here is an example of an action oriented microlearning program:

As you can see from the design above, each learning suite is developed to create repetition, follow up and reinforcement as well as accountability, tracking and measurement.

If you would like to learn more about how to implement a microlearning program in your organization with a focus on action planning, get in touch here.

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How To Enable Employees with Learning

How To Enable Employees with Learning

Talent today aren’t going to stick around your organization and give you their discretionary energy and loyalty unless they feel they are being engaged, empowered and enabled in their role.

Most employees don’t want to just put in x number of hours a day in the same monotonous job.  They want skills that make them more marketable NOW and in the future.  They want to feel like they are learning and growing in their current role, and they want to feel like they have the skills and competencies to do a good job with their colleagues and customers.

We have observed that the new work order has changed, and talent is no longer trading job security for job loyalty. However, when you give them skills and development now and opportunities for growth in the future, they feel visible and valued, which translates into giving their discretionary energy and loyalty.  Plus, when you develop your employees they are better enabled to serve both your internal and external customers and provide a better experience which can translate into more productivity and profits for your organization.

Millennials and Learning

Millennials especially are known for moving from job to job in order to expand their growth, salary and opportunities in their careers.  A recent Gallup poll found that, “Millennials are more likely than both Gen Xers and baby boomers to say a job that accelerates their professional or career development is “very important” to them (45% of millennials vs. 31% of Gen Xers and 18% of baby boomers).” (Gallup, 2017).

Read more about What Millennials Want in the Workplace here.

Enable your Employees with Learning and Development

Hire for personalization, then train for hard skills.  There is lack of soft skills now in the workplace, and yet these skills are ones that help to create exceptional experiences for your customers.  Often times the hard skills that an employee needs to execute their role are trainable. Soft skills that focus on creating personalized experiences for your employees and customers include: being authentic, hospitality, empathy, competency, commitment, friendliness and fun!  If you hire your employees for these sort of skills, you can usually train them for the specific tasks they will need to know on the job.

Commit to your employee’s development and be accountable for their learning. Have a plan for developing your employees.  Communicate and discuss with them openly about their opportunities for growth and commit to a plan of action.  Ask yourself, what specific efforts have been made to improve my employee’s personal and professional skills?  The best organizations, the ones who have high retention, high recruitment and employee loyalty, engage and enable their talent with learning and development throughout their careers.

For more information on how to implement a custom learning program in your organization click here.

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